Luxmi Samboo – Mauritius

Today the MBC is recognized as a reference point in the promotion of gender equality, gender balance and gender sensitivity in the SADC region. This recognition is the result of a concerted effort from the MBC management and its staff who sincerely believe in upholding the importance of the multi-faceted role played by women in all sphere of life.

For more than a decade, Gender Links has been the “lighthouse” which has enlightened MBC all through its way to evangelize gender democracy and seen it fulfilling one of its commitments to becoming a Centre of Excellence for gender in the media.

In 2003, when initiating the project of adopting a Gender Policy, MBC only expressed its commitment to serve as an agent for promoting gender equality, but since the Corporation has gone out of its way in playing an active role to becoming a Centre of Excellence for gender in the media. MBC is recognized as a reference point, and other media houses are inspired to implement the best practices adopted by MBC.

Gender Links has played a crucial role in guiding and supporting MBC to ensure that gender is effectively mainstreamed at all levels in particular in its radio and TV broadcasts. The mantra is that there should be no prejudice – women’s voices and views should be fairly represented and in all broadcasts.

Also, our Radio and TV Presenters confirm that through these programmes, many women are encouraged to speak out against domestic violence and their suffering from verbal and physical abuse They are provided with the necessary information and authorities where they can seek appropriate assistance.

When referring to Gender Links, the name of the person which comes to mind is Loga Virahsawmy – former Director, and presently, Board Member of Gender Links. She has been the one working with MBC since 2003 – conducting workshops with Radio and TV staff, journalists and management; assisting MBC in launching its Gender Policy, encouraging MBC in its gender initiatives and assisting in establishing the Corporation as a Centre of Excellence for gender mainstreaming.

“Being in the HR Department, I have been the contact person with Gender Links for the organisation of training. Apart from my normal work, I have helped Gender Links with all its workshops in terms of infrastructure, participants, venue and catering. I make sure that Gender Links work in a comfortable environment with proper equipment, participants from all Departments. Over and above commitment is given from high level for GL training. The Director General and the Deputy Director General have always made it a point to open Gender Links workshops/training. GL workshops and other event receive full media coverage from both radio and television.”

“Through Gender Links, I got the opportunity to do self-monitoring of mainstream news from both radio and television. How great was my surprise when I saw that women’s voices rose from 14% in the first monitoring, called GMBS, to 28% in the GMPS and to 40% for radio and 58% for television. GL told us that this is the highest level reached in the SADC region. Gender Links was indeed pleasantly surprised by this improvement, which was beyond the expected target. MBC has already developed a Gender Culture where an array of radio and TV programmes are broadcast on its various channels – where both women and men can share ideas and participate in common activities. I was a bit afraid doing the monitoring but this proved to be a great learning experience.”

“At the personal level, I am blessed to have parents who have inculcated in me strong values – respect, gratitude, humility, determination and faith in God. These values have shaped my personality, my behavior, and attitudes. It is very important that such values are instilled in the individual at a very early stage to progress smoothly to the different stages in life. Gender equality, fairness and balance should start at home among the family members. I have two daughters. My advice to them is that they should continuously invest on and nurture their personal, professional and spiritual developments which will contribute to shape their personality and character , to assist them to face the challenges on their way and to become the persons they deserve to be.”

“While watching TV news or reading articles, I had been quite stunned by the ill treatment caused to women on grounds of gender inequalities and gender bias. However, it’s really when working closely with NGO’s such as Gender Links that I have become really aware of the atrocities and violence caused to women. Coming across such realities, has left me with the true and sad picture of the real problems faced by women. I could not stay unmoved by such inhumane situations. I have become emotionally more connected with gender issues and have found myself even more interested in the activities/ workshops organized by Gender Links and which are not necessary held at the MBC.”

“Loga Virahsawmy, former Director of Francophone has indeed been the driving force. She is the one in the forefront to strive and insist that we should all work together ( L’union fait la force) to establish the right and status of women in society. In all her workshops and presentations, she never fails to mention ” si nou antan ki fam, nou pa Kapav konpran douler ek problem fam, ki sannla pou konpran”- meaning that “if we, as women do not understand/ feel the pains and difficulties faced by women, who else will so understand.” Also, Loga often mentions that with limited resources -particularly human resource- at Gender Links, the staff have to simultaneously attend to various functions – acting as trainer, facilitator, counselor etc. Indeed, they are doing a great job under the guidance and leadership of Virahsawmy. She is a good communicator – we just have to take stock of the number of mails she sends to all stakeholders to ensure that follow up actions are being taken on all gender initiatives.”

The self monitoring tool that GL gave MBC, and the training on how to use the tool has been of great value and knowledge to Samboo and to the MBC as a whole. Helping GL in organising workshops at the MBC empowered her, and attending GL workshops built up in her learning journey, she claimed.

“In April last year, I had the opportunity to accompany the Deputy Director General and the other participants attend the SADC Gender Protocol Summit and Awards which was held in South Africa. It was an enriching and unique experience. We were proud to represent MBC in such a big event where our effort and commitment to gender initiatives were compensated. We came back with two awards. It was a memorable experience which further contributed to my personal development and growth. The event provided a forum to the different institutions (private and public) local government and municipalities, NGOs and the written press of the different countries of the SADC region to showcase their commitment and efforts towards gender initiatives. Though, each one of us was competing for an award but the real thing is that we were all winners – with the valuable knowledge and experiences which we had all benefit from.”

Samboo has been working at the MBC since 1988. She initially joined the Corporation as Clerical Officer and is presently holding the post of Human Resource Management Officer. “I have made a long way in my career, personally and professionally, I am quite proud of myself for the person I am today.”

“My first contact with Gender Links had been in the course of my work in 2003. It was by pure coincidence, as an officer of the Human Resource Department that I was assigned with the task of coordinating with Gender Links to organize workshops, providing relevant information to assist in developing a data base on gender issues. I have thus developed a very strong relationship with the staff of Gender links – especially with Loga. I remembered telling her that – through my official role, I am fortunate enough to bring in my small personal contribution to assist Gender Links and the MBC in promoting gender equality and gender balance.”

Samboo believes that today, compared to a couple of decades ago, a lot of progress has been made at the different levels of the community and the Mauritian society at large. The possibilities are here but what is required is the willpower to facilitate the emergence, involvement of women and providing them with enhancing opportunities to meaningfully participate in the economic, social and political dimensions of society. It all requires an invaluable effort to educate both women and men on their individual rights and about laws that protect, empower and help them to bring real improvements in their daily lives.

Change does not happen overnight. Development interventions towards gender equality and gender balance are now seen to exist on the agenda of many organizations which were not the case previously. Though the 50/50 target appears not be achievable at all levels due to some constraints, still there are sustainable efforts being deployed from all parts to develop a gender culture. There is optimism. These reinvigorated efforts will bring about incremental changes across different sectors to achieving the expected positive development outcomes.

“From a personal point of view, I believe that we should not limit our effort to gender equality and gender balance quantity wise ‘- i.e 50% womens representation. We should highlight instances where women who, due to their unique expertise and having a competitive edge on their male counterparts, have been able to add value to their work and which can be evaluated in monitory terms. Such outstanding performances should be publicized and these women be financially compensated accordingly.”

Also, Samboo believes that women should be encouraged to make them known and leave their footprints in areas and fields (such as climate change, oceanography, sustainable and environmental development etc) which need to be fully explored and where specific expertise is required.

Gender mainstreaming should not limit to only adopting a gender policy; creating a gender cell to work on gender programmes and increasing the number of women at responsibility levels. The societal transformation would only be possible if the role of the agents of change (at organizational level, community level, societal level) and gender mainstreaming processes be implemented in a structured way.

Moving towards 2015, it is clear that a larger conceptual framework will be needed soon, and that is where a greater national movement – involving governmental and nongovernmental sectors – must join together to ensure that the changes towards gender equality and gender balance are implemented and observed. For instance, as per law, the Training and Employment of Disabled Persons Act, all registered employers are required to employ 3% disabled persons. This could be applied in the case of gender also – if there is a will to reach the targeted 50% representation at all levels…just imagine!

With time, Samboo believes greater and more rapid progress will emerge on mainstreaming gender. As positive results will emerge and development effectiveness improved from gender initiatives, the success and learning experiences will further lead to greater interest, passion and determination and the process will gather momentum.

With a change of mindset, the ultimate aim is that of opening broader social spaces to advance the discourse on gender relations, gender equity and fairness to improve the lives of women and men constituting a way forward for further gender diplomacy and justice.

Today the MBC is recognized as a reference point in the promotion of gender equality, gender balance and gender sensibility in the SADC region.

This recognition is the result of a concerted effort from the MBC management and its staff who sincerely believe in upholding the importance of the multi- faceted role played by women in all sphere of life.

For more than a decade Gender Links has been the “lighthouse” which has enlightened MBC all through its way to evangelize gender democracy and seeing it fulfilling one of its commitments of becoming a Centre of Excellence for gender in the media.

B. A short history of the beneficiary’s learning journey with GL

In 2003, when initiating the project of adopting a Gender Policy, MBC only expressed its commitment to serve as an agent for promoting gender equality but since the Corporation has gone out of its way in playing an active role to becoming a Centre of Excellence for gender in the media.

MBC is recognized as a reference point and other media houses are inspired to implement the best practices adopted by MBC.

Gender Links has played a crucial role in guiding and supporting MBC to ensure that gender is effectively mainstreamed at all levels in particular in its radio and TV broadcasts. The mantra is that there should be no prejudice – women’s voices and views should be fairly represented and in all broadcasts.

Also ,our Radio and TV Presenters confirm that through these programmes, many women are encouraged to speak out against domestic violence and their suffering from verbal and physical abuse They are provided with the necessary information and authorities where they can seek appropriate assistance.

When referring to Gender Links, the name of the person which comes to mind is Loga Virahsawmy – G.O.S.K, former Director, and presently, Board Member of Gender Links. She has been the one working with MBC since 2003 – conducting workshops with Radio and TV staff, journalists and management; assisting MBC in launching its Gender Policy, encouraging MBC in its gender initiatives and assisting in establishing the Corporation as a Centre of Excellence for gender mainstreaming.

Being in the HR Department, I have been the contact person with Gender Links for the organisation of training. Apart from my normal work, I have helped Gender Links with all its workshops in terms of infrastructure, participants, venue and catering. I make sure that Gender Links work in a comfortable environment with proper equipment, participants from all Departments. Over and above commitment is given from high level for GL training. The Director General and the Deputy Director General have always made it a point to open Gender Links workshops/training. GL workshops and other event receive full media coverage from both radio and television

– Give a brief history of the beneficiary’s first and subsequent encounters with GL: please include any negative experiences.

Through Gender Links I got the opportunity of doing a self-monitoring of mainstream news from both radio and television. How great was my surprise when I saw that women voices rose from 14% in the first monitoring called GMBS to 28th in the GMPS and to 40% for radio and 58% for television. GL told us that this is the highest reached in the region. Gender Links was indeed pleasantly surprised by this improvement which was beyond the expected target. MBC has already developed a Gender Culture where an array of radio and TV programmes are broadcast on its various channels – where both women and men can share ideas and participate in common activities.

I was a bit afraid doing the monitoring but this proved to be a great leaning experience.

C. Change at the individual level

At the personal level, I am blessed to have parents who have inculcated in me strong values – respect, gratitude, humility, determination and faith in GOD. These values have shaped my personality, my behavior, and attitudes.

It is very important that such values are instilled in the individual at a very early stage to progress smoothly to the different stages in life. Gender equality, fairness and balance should start at home among the family members. I have two daughters. My advice to them is that they should continuously invest on and nurture their personal, professional and spiritual developments which will contribute to shape their personality and character , to assist them to face the challenges on their way and to become the persons they deserve to be.

While watching TV news or reading articles, I had been quite stunned by the ill treatment caused to women on grounds of gender inequalities and gender bias. However, it’s really when working closely with NGO’s such as Gender Links that I have become really aware of the atrocities and violence caused to women. Coming across such realities, has left me with the true and sad picture of the real problems faced by women. I could not stay unmoved by such inhumane situations. I have become emotionally more connected with gender issues and have found myself even more interested in the activities/ workshops organized by Gender Links and which are not necessary held at the MBC.

Loga Virahsawmy, former Director of Francophone has indeed been the driving force. She is the one in the forefront to strive and insist that we should all work together ( L’union fait la force) to establish the right and status of women in society. In all her workshops and presentations, she never fails to mention ” si nou antan ki fam, nou pa Kapav konpran douler ek problem fam, ki sannla pou konpran”- meaning that ” if we, as women do not understand/ feel the pains and difficulties faced by women, who else will so understand.” Also, Loga often mentions that with limited resources -particularly human resource- at Gender Links, the staff have to simultaneously attend to various functions – acting as trainer, facilitator, counselor etc. Indeed, they are doing a great job under the guidance and leadership of Virahsawmy.

Virahsawmy is a good communicator – we just have to take stock of the number of mails she sends to all stakeholders to ensure that follow up actions are being taken on all gender initiatives.

The self monitoring tool that GL gave MBC and teaching us how to use this has been of great value and knowledge to me personally and to the MBC as a whole. Helping GL in organising workshops at the MBC had empowered me. Attending GL workshops have built up in my learning journey.

In April last year, I had the opportunity to accompany the Deputy Director General and the other participants attend the SADC Gender Protocol Summit and Awards which was held in South Africa. It was an enriching and unique experience. We were proud to represent MBC in such a big event where our effort and commitment to gender initiatives were compensated. We came back with two awards .It was a memorable experience which further contributed to my personal development and growth. The event provided a forum to the different institutions ( private and public)- local government and municipalities , NGOs and the written press of the different countries of the SADC region to showcase their commitment and efforts towards gender initiatives. Though, each one of us was competing for an award but the real thing is that we were all winners – with the valuable knowledge and experiences which we had all benefit from.

The Director General, Mr D. Callikan and the Deputy Director General Mrs S.D Soborun have made gender equality and gender balance one of their top priorities on the MBC agenda. Indeed, it is very important to have top management support and trust and I feel empowered to fulfill the above responsibility.

D. Change at the level of close relations
–
– My husband and my family have supported me in my work. They do realize when I have to answer telephone calls after office hours or during weekends. Virahsawmy has often telephoned me during weekends to make sure that all GL work runs smoothly.

Even when I meet Virahsawmy at shopping malls we talk about work and my husband has no objection.

Change at the institutional level

I have been working at the MBC since 1988. I joined the Corporation as Clerical Officer and am presently holding the post of Human Resource Management Officer. I have made a long way in my career -personally and professionally, I am quite proud of myself for the person I am today.

My first contact with Gender Links had been in the course of my work in 2003. It had been by pure coincidence, as an officer of the Human Resource Department that I was assigned with the task of coordinating with Gender Links to organize workshops, providing relevant information to assist in developing a data base on gender issues. I have thus developed a very strong relationship with the staff of Gender links – especially with Loga. I remembered telling her that – through my official role, I am fortunate enough to bring in my small personal contribution to assist Gender Links and the MBC in promoting gender equality and gender balance.

Though, it could be that at times, I had been very much taken up with my day to day duties, but for me the fact that I am assigned with this particular responsibility I have been doing it willingly.

E. Change at the community level

I believe that to date compared to a couple of decades ago, a lot of progress has been made at the different levels of the community and the Mauritian society at large. The possibilities are here but what is required is the willpower-to facilitate the emergence, involvement of women and providing them with enhancing opportunities to meaningfully participate in the economic, social and political dimensions of society. It all requires an invaluable effort to educate both women and men on their individual rights and about laws that protect, empower and help them to bring real improvements in their daily lives

F. Change at the societal level

50/50 target

Change does not happen overnight. Development interventions towards gender equality and gender balance are now seen to exist on the agenda of many organizations which were not the case previously. Though the 50/50 target appears not be achievable at all levels due to some constraints, still there are sustainable efforts being deployed from all parts to develop a gender culture. There is optimism. These reinvigorated efforts will bring about incremental changes across different sectors to achieving the expected positive development outcomes.

On a personal point of view, I believe that we should not limit our effort to gender equality and gender balance quantity wise- i.e 50% women representation. We should highlight instances where women who due to their unique expertise and having a competitive edge on their male counterparts have been able to add value to their work and which can be evaluated in monitory terms. Such outstanding performances should be publicized and these women be financially compensated accordingly.

Also, women should be encouraged to make them known and leave their footprints in areas and fields (such as climate change, oceanography, sustainable and environmental development etc) which need to be fully explored and where specific expertise is required.

Gender mainstreaming should not limit to only adopting a gender policy; creating a gender cell to work on gender programmes and increasing the number of women at responsibility levels. The societal transformation would only be possible if the role of the agents of change ( at organizational level, community level, societal level ) and gender mainstreaming processes be implemented in a structured way.

G. Next steps

Post 2015 Agenda

A larger conceptual framework will therefore be needed and where a greater national movement – involving governmental and nongovernmental – joins together to ensure that the changes towards gender equality and gender balance are implemented and observed. For instance, as per law – the Training and Employment of Disabled Persons Act- , all registered employers are required to employ 3% of disabled persons. This could be applied in the case of gender also – if there is a will to reach the targeted 50% representation at all levels…

With time greater and more rapid progress will emerge on mainstreaming gender. As positive results will emerge and development effectiveness improved from gender initiatives, the success and learning experiences will further lead to greater interest, passion and determination and the process will gather momentum.

With a change of mindset, the ultimate aim is that of opening broader social spaces to advance the discourse on gender relations, gender equity and fairness to improve the lives of women and men constituting a way forward for further gender diplomacy and justice.